In aviation, when an accident happens, we say, “Let’s leave it to the investigators.” And that’s absolutely right—the investigation will uncover the facts, and speculation without data doesn’t serve anyone.
Yet, time and time again, we see a predictable pattern emerge in public discourse—if a male pilot is involved, people default to terms like “pilot error.” But if a female pilot is involved, the conversation takes a different turn: “Was she qualified?” “Did DEI put her there?” “Should women even be flying?
It’s 2025, but in moments like this, it suddenly feels like 1988. So, why 1988? That’s when my journey began as a woman in a male-dominated industry—and I can tell you with certainty, it wasn’t pretty. When I first stepped into the cockpit, the questions came quickly: The scrutiny, the questioning of my competence, the assumptions about how I got there. And for all women in aviation, this isn’t new. Yet there may be a reason.
Bias—especially invisible bias—exists in all of us. And while we’ve made tremendous progress, the human brain is wired for pattern recognition—even when those patterns are inaccurate or unfair. So why does this happen? There’s a human factor behind why people focus on gender (or other identity markers) when something goes wrong. It’s rooted in cognitive biases, social conditioning, and psychological shortcuts that shape how we interpret events.
Here’s why it happens:
1. The Availability Heuristic – The Brain’s Shortcut
People tend to focus on what stands out. If women make up a small percentage of airline pilots, their presence is more visibly noticeable, making them an easy target when something goes wrong.
→ Example: If a male pilot crashes a plane, people might default to “pilot error.” But if a female pilot crashes, some immediately ask, “Was she qualified?”
2. Confirmation Bias – Looking for What We Already Believe
If someone already has preconceived notions that women (or any minority group) are less competent, they unconsciously seek evidence to confirm it—even when facts say otherwise.
→ Example: If a male pilot has an incident, it’s seen as an isolated event. If a female pilot does, it suddenly “proves” a false stereotype about all women in aviation.
3. The Out-Group Effect – “They” vs. “Us” Thinking
People tend to trust those who are most like them and scrutinize those who are different. Since aviation has historically been male-dominated, a woman in the cockpit might be unfairly questioned more than a man in the same situation.
→ Example: If the majority of pilots are men, they subconsciously see other male pilots as “one of us,” while a female pilot is seen as “the other.”
4. The “Exceptional” Pressure – When the Bar Is Set Higher
Women and other underrepresented groups in high-stakes fields often face higher expectations. They are expected to perform flawlessly—while their male counterparts are granted more room for mistakes.
→ Example: A female pilot might feel she has to prove herself twice as much because any misstep could unfairly reflect on all women in aviation.
5. Social Conditioning – How We Were Raised to See Authority
For decades, pilots were almost exclusively men. Many people still unconsciously associate leadership, control, and technical skill with masculinity. So when a woman takes on the role, some struggle to reconcile it with their ingrained perceptions of who “should” be flying the plane.
6. The Need to Assign Blame – Psychological Safety
In high-risk industries like aviation, when things go wrong, people want answers fast. Sometimes, instead of waiting for a full investigation, they latch onto the easiest or most obvious difference—even when it’s not relevant.
→ Example:Instead of looking at weather conditions, mechanical issues, or pilot decision-making, they might jump straight to gender because it’s an easy (but misleading) explanation.
So, What’s the Takeaway?
We have come a long way, but the truth is, we will never fully eradicate bias—especially invisible bias. That’s precisely why I teach that working harder isn’t always the solution. Sometimes, it’s about working smarter—understanding these biases, challenging them, and refusing to let them define the narrative.
The next time you see a headline that subtly shifts the focus onto a pilot’s gender, ask yourself: Would we be having this conversation if it were a man?
It’s time we demand better.
